Effectiveness of a Multilevel Workplace Health Promotion Program on Vitality, Health, and Work-Related Outcomes

Hendriksen, Ingrid J.M.; Snoijer, Mirjam; Kok, Brenda de; Vilsteren, Jeroen van; Hofstetter, Hedwig

doi:10.1097/jom.0000000000000747

Cited by 64 publications

(63 citation statements)

References 29 publications

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“…Generally, a vitalized employee is full of positive energy and positive feelings which facilitates positive interactions with coworkers and makes for a more agreeable work environment [18]. An employee with high vitality radiates health, liveliness, and positive energy [15] and usually exhibits more healthy behaviors in the workplace [80]. Building on this line of reasoning, we expect that these types of employees pay higher attention to environmental issues.…”

Section: Employee Vitality and Sustainable Behaviormentioning

confidence: 98%

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Working in a Physically Dangerous Work Environment: Employee Vitality and Sustainable Behavior

2019

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There is a limited understanding of the antecedents and consequences of employee vitality during war zone exposure. The current study is one of the first ones to investigate the direct effects of perceived danger on employee vitality by collecting data from Afghanistan, one of the most dangerous countries in the world. Furthermore, it was investigated how employee vitality affects sustainable behavior at the workplace. The hypotheses of the study have been tested by using data from two surveys collected from 192 employees working in small-sized private businesses in Afghanistan. The results indicate that high levels of perceived danger negatively impact employee vitality at work. In addition, we found that employees with vitality engage in more pro-environmental behavior in the workplace. The engagement of vital employees in pro-environmental behavior is higher among those employees who have a high level of environmental awareness. This paper concludes by presenting the limitations and implications of this study, as well as highlighting potential avenues for future research.

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Section: Employee Vitality and Sustainable Behaviormentioning

confidence: 98%

“…Vitalized employees are highly active and productive [17], creative [18], and enthusiastic about their work [19]. They work with passion and are constantly seeking to promote their workplace health [80]. A vitalized employee usually builds strong interpersonal relationships with his/her colleagues at work [11].…”

Section: Perceived Danger and Employee Vitalitymentioning

confidence: 99%

Working in a Physically Dangerous Work Environment: Employee Vitality and Sustainable Behavior

2019

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“…Workplace interventions have emerged as a set of comprehensive health promotion and occupational health strategies implemented at the worksite to improve work-related outcomes [1] including improving productivity defined as fruitful working hours and performance [2]. Work-related outcomes are captured by different variables that reflect the employability of workers, with the most analyzed aspects being employee productivity, presenteeism, and absenteeism [3,4]. Employee productivity is assessed by the efficiency of employees (the time or resources required to develop a…”

Section: Introductionmentioning

confidence: 99%

Effectiveness of Workplace Interventions for Improving Absenteeism, Productivity, and Work Ability of Employees: A Systematic Review and Meta-Analysis of Randomized Controlled Trials

Tarro

Llauradó

Ulldemolins³

et al. 2020

IJERPH

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To determine the effectiveness of workplace interventions and the most effective methodological design for the improvement of employee productivity, work ability, and absenteeism. A meta-analysis of randomized controlled trials (RCTs) of workplace interventions was conducted (PROSPERO, CRD42018094083). The PubMed, Scopus, PsycINFO, and Cochrane databases were searched. RCTs from 2000 to 2017 and with employees (18-65 years) were selected. Then, intervention characteristics and work-related outcomes data were extracted. A total of 47 RCTs were included in the systematic review, and 19 RCTs (11 absenteeism, 7 productivity, and 5 work ability) were included in the meta-analysis. The meta-analysis showed that the effectiveness of workplace interventions for absenteeism was −1.56 (95% CI, −2.67 to −0.44) and −2.65 (95% CI, −4.49 to −0.81) considering only moderate quality RCTs. In contrast, only a few studies of workplace interventions for productivity and work ability were included, which was insufficient for determining the effectiveness and best design for improving these work outcomes. The workplace is an interesting environment to reduce absenteeism, and individualized and counseling interventions with <10 sessions/total were the most effective workplace intervention methodological design for reducing the absenteeism of employees. Future high-quality RCTs that also consider health risks should be implemented to strengthen the results. 2 of 26 specific task) and their effectiveness (the objectives achieved and problems solved) [5]. In some studies, productivity represents the maximum individual potential performance at employees' workplace [5]. Absenteeism is defined as the time that an employee is away from work due to illness or disability [2]. In contrast, presenteeism is defined as performing work at a lower level than usual during work time, with presenteeism problems not necessarily leading to absenteeism [2]. Consequently, both absenteeism and presenteeism could decrease the productivity of employees [2]. Additionally, another analyzed work-related aspect is work ability. Work ability has two definitions, namely, one definition for specific jobs that require special training, and one definition for jobs that most people can manage given a short period of practice [6].The workplace is an excellent context for improving health outcomes because employees spend a substantial part of their days there [1]. Additionally, employers not only are responsible for providing a safe and hazard-free workplace but also have opportunities to promote and foster a healthy work environment [7]. As an extra benefit, the maintenance of a healthy lifestyle among employees reduces the direct and indirect costs [7]. Another interesting focus concerns the effects of workplace interventions on employee health lifestyle outcomes, such as physical activity, nutrition, weight reduction, or stress management [8,9], whereas it has not been defined how these lifestyle health aspects can contribute to improved work-related outcomes [10]. A ...

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“…Individuals with poor health have less opportunities to live their life as they want to, because their health situation may impede social, economic or societal participation. Besides that, poor health is associated with higher societal costs [4], and decreased economic productivity in organizations [5]. In 2014, approximately 20% of Dutch individuals aged 25 and older had a low SEP [6].…”

Section: Introductionmentioning

confidence: 99%

Responsive evaluation of stakeholder dialogue as a worksite health promotion intervention to contribute to the reduction of SEP related health inequalities: a study protocol

Heijster

Berkel

Abma

et al. 2020

BMC Health Serv Res

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Background: Large health inequalities exist in the Netherlands among individuals with a high compared to a low socioeconomic position. Worksite health promotion interventions are considered promising to reduce these inequalities, however, current interventions seem not to have the desired effects. This study proposes 'moral case deliberation', a form of stakeholder dialogue on moral dilemmas, as an integrated and inclusive intervention for worksite health promotion. This intervention takes into account three factors that are considered possible underlying causes of low effectiveness of current interventions, namely the lack of deliberate attention to: 1) the diverging values and interests of stakeholders in worksite health promotion, 2) the ethical issues of worksite health promotion, and 3) the connection with the lived experience (lifeworld) of lower SEP employees. Moral case deliberation will help to gain insight in the conflicting values in worksite health promotion, which contributes to the development of a vision for worksite health promotion that is supported by all parties. Methods: The intervention will be evaluated through Responsive Evaluation, a form of participatory research. Key to Responsive Evaluation is that stakeholders are consulted to determine relevant changes as a result of the intervention. The intervention will be evaluated yearly at both fixed moments (baseline and annual evaluation(s)) and continuously. Mixed methods will be used, including interviews, participatory observations, analyses of HRMdata and short questionnaires. In addition, the intervention will be evaluated economically, on both monetary and non-monetary outcomes.

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Effectiveness of a Multilevel Workplace Health Promotion Program on Vitality, Health, and Work-Related Outcomes

Abstract: Supplemental Digital Content is available in the text

Cited by 64 publications

References 29 publications

Working in a Physically Dangerous Work Environment: Employee Vitality and Sustainable Behavior

Working in a Physically Dangerous Work Environment: Employee Vitality and Sustainable Behavior

Effectiveness of Workplace Interventions for Improving Absenteeism, Productivity, and Work Ability of Employees: A Systematic Review and Meta-Analysis of Randomized Controlled Trials

Responsive evaluation of stakeholder dialogue as a worksite health promotion intervention to contribute to the reduction of SEP related health inequalities: a study protocol

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